From 9 April 2025, care providers in England looking to sponsor overseas care workers will face a significant change in the recruitment process. The UK Home Office has introduced a new requirement mandating that care sector employers must first attempt to recruit displaced care workers already in the UK before assigning a Certificate of Sponsorship (CoS) to a new international recruit.
This policy aims to support care workers already present in the country, many of whom have lost sponsorship through no fault of their own, and to reduce unnecessary overseas recruitment where skilled candidates are readily available within the UK.
Below, we explore what this means for employers and how to stay compliant.
What Are the New Recruitment Requirements?
Before issuing a CoS to a new worker, care providers must take the following steps:
Step 1: Attempt to recruit from the pool of displaced care workers in the UK by contacting their local regional or sub-regional recruitment partnership.
Step 2: Provide evidence of engagement with the relevant regional body.
Step 3: Obtain confirmation that no suitable UK-based care workers are available.
Step 4: Follow ethical recruitment practices in line with the Home Office Code of Practice.
This requirement applies to sponsors intending to hire care workers or senior care workers on or after 9 April 2025. Failure to comply may result in visa refusals or sponsor licence issues.
Who Are Displaced Care Workers?
Displaced care workers are individuals in the UK who were previously sponsored as care workers or senior care workers under the Skilled Worker route but:
- Lost their sponsor due to the revocation of a licence;
- Had their hours reduced below the minimum required;
- Are actively seeking new sponsorship in the care sector.
These individuals often have valuable training, experience, and eligibility to work in the UK under the Skilled Worker route, making them a critical resource for employers facing staff shortages.
Who Is Exempt from the Displaced Care Worker Recruitment Requirement?
While the displaced care worker recruitment requirement applies in many scenarios, there are clear exemptions set out under Immigration Rule SW 6.1B. These exemptions apply where an applicant does not fall under the conditions that trigger SW 6.1C.
The following categories of applicants are exempt from the requirement to engage with the displaced worker pool:
- Applicants applying for permission to stay in the UK who were last granted permission as a Skilled Worker sponsored in one of the following occupation codes:
- SOC 2020: 6135 (Care workers and home carers) or 6136 (Senior care workers); or
- SOC 2010: 6145 or 6146 (previous coding prior to 2020 update).
- Applicants in the UK under any other immigration route, who have been legally working for the same sponsor in one of the above occupation codes for at least the three months immediately before the date of their Skilled Worker visa application.
- Applicants applying for jobs fully outside of England, even in care occupations, as the new recruitment requirement applies only to roles with working locations entirely within England.
Regional Contacts for Displaced Care Worker Recruitment
To support this process, the UK Visas and Immigration (UKVI) has published a list of regional contacts across England. Employers should reach out to their local body to access the displaced care worker talent pool:
| Region | Contact Email/Link |
| North Central London | CL.HSCAcademy@camden.gov.uk |
| North West London | chelwest.nwlirsub-regional@nhs.net |
| South East London | IR.SELondon@bexley.gov.uk |
| North East London | NEL.IRSupport@havering.gov.uk |
| South West London | Internationalrecruitment@southlondonpartnership.co.uk |
| South East England | Complete this form |
| East of England – Spoke 1 | EssexSuffolkHertsIR@essex.gov.uk |
| East of England – Spoke 2 | internationalsupport@norfolkcareassociation.org.uk |
| East of England – Spoke 3 | IWSupport@worksforus.org.uk |
| East of England – Spoke 4 | irsupportcambs@cambridgeshire.gov.uk |
| East of England – Spoke 5 | IR.DISPLACEDWORKERSUPPORT@BLCB.CO.UK |
| East of England – Spoke 6 | IRSupport@peterborough.gov.uk |
| West Midlands | hello@wmca.international |
| Yorkshire & Humber | international.recruitment@adassyh.org.uk |
| Greater Manchester | nhsgm.gmadviceandsupport@nhs.net |
| South West England | commissioning.swadass@swcouncils.gov.uk |
| East Midlands | employersupport@eastmidscare.co.uk |
| Cheshire & Mersey | cminternationalrecru@warrington.gov.uk |
| Lancashire, Westmorland & Furness | IRSupport@lancashire.gov.uk |
| North East | sponsored.support@durham.gov.uk |
Advantages of Sponsoring a Displaced Worker
Despite the additional requirements introduced by the new rules, there are distinct benefits to sponsoring a displaced care worker. The Home Office has acknowledged the vital role international recruitment plays in the adult social care sector and is now offering expedited processing for care providers who sponsor displaced workers. Specifically, sponsor licence applications and Certificates of Sponsorship (CoS) requests can be fast-tracked free of charge when linked to a displaced care worker.
This is a significant advantage given the frequent delays and backlogs often experienced in care sector sponsorship. Moreover, the Home Office has started directly notifying affected care workers, particularly those impacted by licence revocations, that they can contact regional partners to support securing new sponsorship. Not only does this help stabilise the workforce, but it also provides a more ethical and efficient recruitment pathway, aligning with best practices and easing some of the administrative burdens for employers. Care providers are encouraged to consider this pool of experienced workers as a key part of their recruitment strategy.
Promoting Ethical and Compliant Recruitment
Care providers are also encouraged to follow the government’s Best Practice Toolkit, developed in partnership with Skills for Care, to ensure their recruitment processes align with the Code of Practice for International Recruitment.
Key principles include:
- Transparent and fair recruitment;
- No fees charged to candidates;
- Proper induction and support structures;
- Respect for workers’ rights and welfare.
Adhering to these standards is not only good practice but essential for maintaining your sponsor licence and avoiding reputational risks.
Final Thoughts
The new recruitment rules mark a strategic shift in how the UK care sector manages overseas recruitment. With hundreds of displaced care workers already in the UK and actively seeking new sponsors, this change offers employers an opportunity to fill vacancies more quickly while supporting workers already present in the system.
While the process adds an additional layer to the recruitment journey, the Home Office has introduced clear exemptions for applicants extending current roles or switching from within the UK under specific circumstances.
If you’re unsure how these rules apply to your organisation or need help engaging with regional networks, our team can provide tailored legal support and end-to-end sponsor licence assistance.
Contact our immigration experts today for advice on compliant care sector sponsorship or subscribe to our newsletter for the latest updates.
